Rethink Your Employee Survey If It Doesn’t Include These

Do you know which (if any) of your survey categories actually impact issues like turnover? Are you able to provide direction to managers regarding which items under each category they need to work on? If you answered “no” to these questions, flail in the sea of the unknown no longer. Read our recent study findings below, which should help you implement the most effective survey possible.

A One-Two Employee Experience “Punch”

SMD conducted our fourth annual study to assess how often each of the most commonly measured employee experiences (survey categories) was found to be a statistically signifi­cant driver of business outcomes, taking the research to the next level this year. This year’s study also investigated the multiple items underneath each employee experience label. These specific components arm you with a one-two punch, providing a clear path for improvements that will serve to improve the employee experience. Plus, when these experiences are rated favorably, there are positive impacts to outcomes like turnover rates, customer satisfaction, and financial performance.

The Nitty Gritty

We built upon the previous study and compiled the results of all clients’ linkage analyses from the past year. Then, we determined how often each survey category was found to be a statistically significant driver of business outcomes. These outcomes included, but were not limited to, voluntary turnover, sales revenue, percent-to-budget metrics, customer and patient satisfaction, and employee performance. For simplicity, various financial metrics were combined under one group – Financial Performance – and Customer and Patient Satisfaction (HCAHPS) measures were combined into one Customer Satisfaction group.

And the Study Shows …


For the fourth consecutive year, we found that the top drivers of outcomes were Management, Job Fit, and Senior Leadership – with Management being the most consistent driver of outcomes. The results are in Table 1.

It’s important to note that continuing to look to engagement as the silver bullet to drive organizational success is misguided and inaccurate 71% of the time.

Deep Dive

Management, Job Fit, and Senior Leadership may not be areas where immediate action is obvious, but examining what those drivers are comprised of provides additional insight that can be used to ascertain “What now?” The category/topic label is just that – a label or name. It doesn’t provide the additional information that clues anyone in on which specific actions to take.

Learn which items were most commonly linked to the outcomes for these top three employee experience drivers, as well as additional research findings, in our “Employee-Experience Deep Dive: Study Shows what Lies Beneath” white paper. Download now.

Strategic Management Decisions (SMD) is an employee survey and assessment company that delivers results, not just insights, via its patented cloud-based technology, SMD Link. SMD identifies the cause-effect relationships between talent assessments and business outcomes to ensure the surveys translate into analytics-based, actionable ways everyone down to the front line can work to improve specific business outcomes. The company offers results-based pricing model, which guarantees business outcomes such as turnover reduction and improved patient satisfaction scores.